UW labor contracts<\/a> specify how represented civil service exempt staff (Represented CSEs) are paid, scheduled, and evaluated for possible reclassification.<\/p>\n All Represented CSEs are paid within a salary range determined by the job profile<\/a> assigned when the position is created. Employees receive salary increases in accordance with the applicable collective bargaining agreement.<\/p>\n On the Job Profile list<\/a>, you can find Represented CSEs job profiles, job specifications, FLSA status, and compensation ranges.<\/p>\n The job specifications used to determine a position\u2019s job profile are general in nature and are not intended to serve as a job description. Job specifications are often divided into sections as follows:<\/p>\n The Class Series Concept, Basic Function and Distinguishing Characteristics statements, taken together, describe the primary purpose and responsibility level of a job profile. They receive the most weight in classification decisions. Typical Work statements do not independently determine job profile.<\/p>\n Return to top<\/a><\/p> When a Represented CSEs position\u2019s duties and responsibilities expand or substantially change, the position may be reviewed to determine whether the position\u2019s job profile and\/or salary amount should change.<\/p>\n If the Employer or an employee believes that a regular position\u2019s duties have changed enough so that the position\u2019s assigned job profile no longer fits with the work, they may submit a position review request using the Represented Civil Service Exempt Staff Position Review Questionnaire (PDF)<\/a>. HR Compensation will review the position to determine if it should be assigned to a different job profile through the position review process<\/a>.<\/p>\n The Employer may provide an in-grade salary increase for a Represented CSEs employee in accordance with the provisions of the applicable collective bargaining agreement. In-grade salary adjustments can be made when the current job profile is appropriate but one of the following criteria are met:<\/p>\n Requesting an in-grade<\/strong><\/p>\n Supervisors consult with the department\/major organization\u2019s administrator and determine the desired salary adjustment and the reason(s) for it.<\/p>\n Campus supervisors:<\/strong> Follow the Request Compensation Change \u2013 Staff \u2013 Campus<\/a> user guide to process your request in Workday<\/a>. Contact Employee Workday Help<\/a> if you have questions.<\/p>\n Medical Centers supervisors:<\/strong> Complete the Professional Staff Compensation Change Request (PDF)<\/a> and forward it for organizational approval. The final organizational approver will send the approved request to Compensation.<\/p>\n Return to top<\/a><\/p> In addition to the base pay compensation practices or programs established in collective bargaining agreements, Represented CSEs may be eligible to receive additional compensation such as those listed below. To determine which additional compensations may apply, consult the applicable labor contract<\/a>.<\/p>\n Supervisors may temporarily assign a Represented CSEs higher-level or additional responsibilities in accordance with the provisions of the applicable collective bargaining agreement. Temporary pay is paid through an allowance or additional salary plan and is not a change to base pay. The increase is effective the first day of working the additional duties.<\/p>\n Requesting temporary pay<\/strong><\/p>\n Campus supervisors:<\/strong> Submit requests and\/or extension requests through Workday following the Request Compensation Change \u2013 Staff Campus<\/a> instructions. Contact Employee Workday Help<\/a> if you have questions.<\/p>\n Medical Centers supervisors:<\/strong> Complete and submit the Professional Staff Temporary Pay Increase or Administrative Supplement (TPI or ADS) \u2013 Med Centers Only (MS Word)<\/a> form to Med Centers HR Workforce Management Systems. Contact Medical Centers Compensation<\/a> if you have questions.<\/p>\n One-time payments are single, lump sum payments for services rendered or a job duty fulfilled.<\/p>\n Occasional and sporadic assignment – unrelated duties payment<\/strong><\/p>\n Under exceptional circumstances, Represented CSEs may qualify for a one-time payment for work that is not part of a position\u2019s normal job duties, and that is typically performed outside of the employee\u2019s home department.<\/p>\n Examples of work that might qualify for a one-time payment for unrelated duties when they are not part of an employee\u2019s regular position are:<\/p>\n Retention payment<\/strong><\/p>\n A retention payment is a lump sum payment outside of an employee\u2019s base pay that is offered as an incentive to retain a key employee in their current position in order to meet critical and priority business needs. See Retention payment<\/a> for more details.<\/p>\n Requesting a one-time payment<\/strong><\/p>\n Campus supervisors:<\/strong> One-time payments are processed in Workday. Follow the Request One-Time Payment \u2013 Staff Campus<\/a> user guide and contact Employee Workday Help<\/a> if you have questions.<\/p>\n Medical centers supervisors:<\/strong> One-time payments are processed in Workday<\/a>. Follow the Request One-Time Payment \u2013 Medical Centers<\/a> user guide and submit requests to Med Centers HR Workforce Management Systems.<\/p>\n The Non-Faculty Teaching Allowance (NTA) is a type of temporary pay supplement that is used to compensate UW personnel who have agreed and been approved to teach a credit-bearing course, but whose primary position at UW is something other than faculty. Additional compensation for these populations is limited to one course per academic year. See Additional Compensation – Academic Personnel<\/a> for applicability and processing.<\/p>\n\n
Position and salary review<\/h4>\n
Position review<\/h5>\n
In-grade<\/h5>\n
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Additional compensation<\/h4>\n
Temporary pay<\/h5>\n
One-time payment<\/h5>\n
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Non-faculty teaching allowance<\/h5>\n